On Monday I'm heading to Amsterdam to cover HR Tech Europe 2011. In addition to interviewing the heads of some of the coolest tech firms in the HR space and blogging about the event, I'll be judging the European iTalent start-up competition.
HR Tech Europe 2011 is Sold out!
Europe's most important event on how software, systems and collaborative tools are bringing about surmountable change in the way organization’s work, is now closed to new registrations. So pay no attention to the call to action in my video below. If you aren't already booked, its too late. If you are going to be there please let me know.
HR Tech Europe 2011 represents the best source of intelligent information on HR technology, workforce solutions and collaborative tools being used by enterprises across Europe. New systems and software are set to create the next wave of change. Featuring two days of learning, featured enterprise panels, networking and hands-on demos, HR Tech Europebrings together an exclusive line up of speakers to discuss some of the innovations and applications driving this change, and their implications. Post-event attendee's will be equiped to take intelligent action and enjoy major takeaways, tips, and a set of recommendations for management to help maximize your current HR investments.
Amsterdam is a city of museums. Rain or shine, winter or summer, museums are an attraction you can forever depend on. It would be a pity if you left Amsterdam without visiting at least some of the world-famous museums in the city. There are more than a 100 museums within the city. Here, we compile a list of top ten museums.
Amsterdam has so much to offer, from history to art to canals to sex and drugs, it is hard to make a top ten list. Neverthless, here we make a list of those that you definitiely shouldn't miss, and we hope that you can sample at least a bit of everything that this wonderful city has to offer.
You will find something to entertain yourself in Amsterdam, whatever your taste might be. Classical music, Films, Underground music, Jazz, Standups and what not. Our list tries to capture the same diversity that the city has to offer.
To say the Dutch are not famous for their food would be a gross understatement. And it is definitely advisable to have a list of recommended restaurants handy if you ever find yourself here. But that is not to say Amsterdam doesn't have good good restaurants. Quite the contrary
Is it possible to automatically focus your resume for a specific job description?...Sort of.
Today, Alison Doyle reported on an app, called Resunate, that allows you to input your resume, then input a job description to which you wish to apply. It then spits out a version of your resume that is re-arranged and slimmed down to focus on the skills you have that most match the job.
Alison's idea is that this app may help your resume fare better in search results within the hiring company's applicant tracking system. Many recruiters use an ATS to retrieve resumes that come into the company by doing a keyword search of their system. And some ATS's automatically recommend the top resumes, again based mostly on keywords.
I'm not sure the Resunate version of your resume will rank higher in an ATS because it doesn't appear to add keywords. But it could help a recruiter or hiring manager to focus in on the highlights when a resume is reviewed.
Resunate gives you a score of how closely you match the job both before and after optimization. It works, sort of. I tested it a few different ways with mixed results.
Alison suggests, as do I, that, if you use Resunate, don't just use the exact resume it returns for the desired position. Review it carefully to ensure it makes sense, is accurate, and still tells your story.
Resunate does some pretty cool things and may help you focus your resume. It isn't perfect, but it's pretty cool. Just remember that you, or a professional resume writer, are still your best editor.
Get an Applicant Tracking System Advantage By Alison Doyle, About.com Guide October 11, 2011
Many employers use applicant tracking systems to select candidates to interview. It can be hard to know how to write your resume so it's a good match for the jobs you're applying for because you don't know the criteria the employer is using. However, there's now there's a way to match, in advance, your resume with the job description.
Resunate works like an applicant tracking system in reverse by providing job seekers with the same information employers use to select candidates. To use Resunate, which is free, job seekers can upload their existing resume or create and format a new resume on the website.
Once a resume is in the system, the next step is to enter the job description of a position you're interested in to see how your resume rates in the application process. Resunate then creates a "JobFocus Score" out of 10 points to demonstrate how closely a resume fits the job requirements. To improve this score, Resunate then focuses the resume, eliminating information that is unnecessary based on the job description.
Resunate provides a good starting point for a job seeker who needs assistance in drafting a resume. However, don't rely solely on the "JobFocus Score" and Resunate's focusing of your resume.
Not all applicant tracking systems work exactly the same way, not all employers use them, and there is still a human element involved in the applicant selection process, Resunate could possibly recommend that you eliminate an item from his resume that an employer may view as valuable. You don't want to eliminate information from your resume that could boost your chances of getting selected and that could leave your resume with information gaps.
That said, Resunate is a good tool to use to gauge how your resume measures up. Just use your own judgement when it comes to the final version of the resume you use to actually apply for jobs because you know best when it comes to your qualifications and skills. More:Resunate
There I was, at a steak house on the Vegas strip, with 4 Brits and a German who couldn't pronounce Mojave. They had, as I had, driven into Las Vegas from Los Angeles, through the mountains and desert, a couple of days prior for HR Tech 2011.
I was very impressed with the unconference conversations and sessions at HRevolution. The planners did a great job, and it was an excellent way to kick off the week on Sunday.
Monday and Tuesday, at HRTech, I did briefings with sixteen HR technology vendors, and chatted with several more. I found some really cool tools and ideas that are helping me to shape an opinion of the future of candidate experience and employee engagement.
In spite of a slightly dry "Awesome Tools" presentation to close out HR Tech 2011, I came away inspired and impressed with the conference and many of the vendors involved. Check the #HRTechConf hasahtag for the tweets from the event.
First, some thoughts:
1. Everything will be scored. Soon. When we first started thinking about how Klout and other social influence measurements could effect hiring, there was a great deal of skepticism. But Klout is now a major factor in many ways. I think we will see scoring for everything from culture fit to skill set in the near future.
Think about it. We already have the assessments. But now candidates and employers alike will be given scores and matching numbers for each job. And most of it will be candidate self-service style on the front end of the application process. A candidate will know, before he even fills out an application, if the job and company are a good fit, and how much he or she is worth in the organization. I think we will even be able to give the candidate what their career trajectory within the company will look like based on their history, social influence, etc.
Link your job board profile to the assessment, answer a few culture questions, and, BOOM, you have a score that includes social influence, culture fit, skill level, salary worth, and probable career trajectory, laser targeted for each applicant.
No one is quite there yet. But the pieces are there, or getting there, in several tech firms I spoke with. When someone puts it all together we are in for a major shift.
2. You can't create culture with technology. There is a great deal of focus on employee engagement right now. I am a fan of the concept. I also think applicants should be treated the same as if they were already in the organization. The "candidate community" should be the same as the "employee engagement" platform. There should be no surprises once an applicant is hired.
But I don't believe you can create culture with technology. And that seems to be what tech firms are implying is possible. I still believe that if you want to engage employees, give them interesting work, reasonable pay, and good feedback.
Enterprise-wide engagement, collaboration software, fitness programs, etc. all help to create a good story. And they are generally appreciated by employees. But not having those things doesn't equal boredom or dissatisfaction in your job.
I would love to hear your thoughts on my thoughts...comment if you have some please!
Some companies I talked with that piqued my interest:
* Halogen Software - very innovative in Talent Management
* SHL - interesting direction for assessments
* OneWire - Pretty amazing overlay for your existing ATS that helps source and sort candidates in your system for precise matching
* HireVue - Think interviews on-demand. A hiring manager can now have interviews queued up in a DVR-like system with candidates answering key questions in short videos. Check, check, check. New CMO, Kevin Marasco, is doing a superb job of positioning HireVue with this concept.
* TALX - Employment verification and new workforce analytics with the help of newly acquired eThority
* Monster - The SeeMore semantic search technology is really cool. And Monster continues to position itself as thought leaders with the MonsterThinking blog and the best marketing team in the recruiting industry.
* HR Marketer - If you are a vendor in the HR space, just watch their demo. Great stuff.
* The Star Conspiracy - aka Starr Tincup pre 10/11. There is something fishy going on there, as their fun re-branding suggests. If you need marketing, call them and demand full disclosure. They rock.
* Jobs2Web - Excellent talent management and analytics tools, and new talent community marketing platform. I am keeping a close watch on this. Really interesting.
* Jobsite - The UK's leading job board (and owner of one of my fav job posting distribution platforms, Broadbean) is an idea factory that has had projects incubating for years, that they keep rolling out, and which keep impressing me. How do you pronounce Mojave?
* Branchout - With their recently announced partnership with CareerBuilder, and some expected new releases, Branchout is making the job board / social candidate platform landscape very competitive. Expect big things here.
* CubeVibe - I know I said you can't create culture with technology. But CubeVibe is doing some fascinating work in measuring employee sentiment and contribution.
* iCIMS - Reduce cost-per-hire and time-to-fill. Solid talent management platform continues to get better.
* JSTN - Branded, search engine optimized, highly mobile, employmer and job description videos. CNBC for employers. The Job Search Television Network is pretty darn cool. I'm hosting the next TalentNet Live at their studios in Chicago on 12/5.
Pronunciation courtesy of Wikipedia: "The Mojave Desert (/moʊˈhɑːvi/ or /məˈhɑːvi/; High Desert)" Synopsis courtesy of Craig Fisher: "It's not all dry." Congrats to the HRevolution team on a great kick-off to the week, and to Bill Kutic and company on a great HR Tech 2011.
Busy dad, 3 boys, life hacker, productivity master, search expert, tech hound. I help companies and people find things and get found. I'm a speaker, trainer, and global consult on workforce marketing; employer branding; and social media strategy for sales, marketing, recruiting, and job search. Read More
I realize this list is way out of date, but it gives me good SEO, and I promise to update it one day with all the great stuff I did in 2011. I really need an admin!
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